Suspension from work but I'm innocent.

lincroft1710

You have less than 2 years employment, so tread very carefully. Not that it will necessarily happen in your case, but it is not unknown for management to dismiss someone if they consider that person is the agitator even if they're not.

Sam_666

https://forums.moneysavingexpert.com/discussion/comment/81926824#Comment_81926824

Ups, you are in a bit of tight spot now, as you have no legal rights to prosecute or protect you against employer. Bad timing.
https://www.acas.org.uk/dismissals/unfair-dismissal

Trusted person is anyone YOU trust to have your best interest in mind. Can be anyone from work or outside of work.

Savvy_Sue

https://forums.moneysavingexpert.com/discussion/comment/81927143#Comment_81927143

But two things:

• in an investigation interview, an employer does not HAVE to allow you to be accompanied
• if it goes beyond that to a disciplinary hearing, the law says you may be accompanied but not by just anyone: limited to a colleague, or a trade union official. Your employer MIGHT allow you to be accompanied by someone else, but they don't have to.

https://www.acas.org.uk/disciplinary-procedure-step-by-step/step-4-the-disciplinary-hearing - working through the link provided earlier by bill6262

elsien

https://forums.moneysavingexpert.com/discussion/comment/81927207#Comment_81927207

The whole purpose of the investigation is to gather evidence and decide whether to take it to disciplinary or not. You are giving misleading information.

Marcon

https://forums.moneysavingexpert.com/discussion/comment/81927207#Comment_81927207

Please stop giving answers which are wrong in pretty much every respect. Your suggestion of how OP should behave during the meeting is way off the mark and isn't going to end well for OP if they follow those suggestions. Refusing to answer questions, asking for a break (the meeting won't be that long) or deciding to end the meeting are only likely to lead to one outcome: a P45.

The most likely way to produce a good outcome is for OP to be as calm as possible in the circumstances and present their side of the story concisely, truthfully and with as little emotion as they can manage.

Sam_666

https://forums.moneysavingexpert.com/discussion/comment/81927210#Comment_81927210

No, its not misleading info, but needs technical correction. Employer can ask for investigative interview, but not use it as formal disciplinary meeting in desguise.

Many employers use so called "investigative meeting" to actualy perform offical disclipinary proceedings.
Why? Becouse they can bypass official strict procedure for formal disciplinary meetings.

My advice would be to for such meeting, accept but ask for :

• clarification if meeting is investigative or disciplinary (purpose)
• list of aligation(s)
• ask for reasonable time adjustment (for companion, time, etc)

Fact that he was marched to HR meeting without prior warning should ring alarm bells. Those kind of meetings are nothing but ambush.

ohreallƳ

@HardWaiter

There is an individual posting to your thread dispensing very poor and incorrect information, please be aware.

I suspect this may turn into a he says/ she says scenario and also be aware management may not simply be conducting an investigation they may use information provided to build a case against you, workplace politics may very well come into play.

Undervalued

https://forums.moneysavingexpert.com/discussion/comment/81927525#Comment_81927525

^^^^ Exactly

General_Grant

https://forums.moneysavingexpert.com/discussion/comment/81927525#Comment_81927525

@ohreallƳ I certainly agree with your first sentence and have not "thanked" their posts.

superbigal

If what you say is true you are not going to be disciplined. Full wages while they investigate seems great to me. Just say what you said in the opening post but avoid telling them she is rude. Not your business unless you want to make your own complaint.